Contenu connexe


Plus de BuildHr Management Consultants Private Limited(20)


Leadership development isha homes

  1. Leaders Of Tomorrow A roadmap to success
  2. “ Do not follow where the path may lead. Go instead where there is no path and leave a trail. ” - Ralph Waldo Emerson
  4. A Personal Message from the facilitator “A leader is someone whom others will follow to a place they would normally not go on their own”. Organizations need leaders who can rally the workforce when there’s a challenge, Confront them when they are mired in the status quo, calm them when the seas are rough, and propel them into action when there is a crisis. It takes much more than traditional training to develop the type of a leader described here. BuildHr’s Leadership Development Program (LDP) offers a comprehensive program for grooming leaders. It will help the individuals to recognize and leverage their strengths, discover what prevents them from reaching their fullest potential as leaders, and then help them to create a plan to get there! Successfully and Positively , NJ Lakshmi Narayan
  5. “ LEADERS OF TOMORROW “ – Successful businesses know that investing in the next generation of leaders is critical to sustaining competitive advantage and achieving corporate growth over the long term. The Program “Leaders of tomorrow “ will equip each of the participants with the advanced decision-making and execution skills they need to excel as multifaceted leaders. You will emerge fully prepared to take on greater cross-functional responsibilities, facilitate change and innovation, and, ultimately, drive improved performance throughout your organization
  6. THE PROGRAM WILL LOOK INTO THE FOLLOWING ASPECTS OF THE PARTICIPANTS – ME AND YOU Skills I need to relate effectively to you ME Skills I need to manage and grow ME AND OTHERS Skills I need to relate effectively to others ME AND SPECIFIC SITUATIONS Skills I need at work Skills I need at home Skills I need in the community
  8. 1. An Introduction to leadership The course will begin with a meeting, about two hours in length, where all the participants will have an opportunity to meet one another. The facilitator will introduce the participants to the concept of leadership and the various traits and Leadership qualities that one must train in order to grow into a successful leader. The facilitator will also brief the participants on how we will do our work together as a team in order to see best outcomes from the program. 2. Management styles and Practices This session will be given over to an examination of roles, responsibilities and behaviors required of a manager and leader. The facilitator and the participants will discuss a variety of management styles currently in favor in modern organizations and examine the advantages and disadvantages of each. We will also explore why people choose a specific management style, why they persist in it, and what payoff they expect to get from it. We will also examine how management styles affect the basic tasks of management : assigning work, monitoring its progress, and dealing with workplace problems, challenges, and hurdles.
  9. 3. Communication styles and Practices This session will focus on the ways people speak effectively to one another. If the session on “management styles and practices “ is a study of power, this session is essentially a study of influence. We will examine together how managers sell their best ideas, how they communicate in a direct, authentic, game-free way, how they recognize conflicts and differences and resolve them effectively, How they solve problems in a group and arrive at consensus. 4. Team Leader / Team Player This module will teach the participants why organizations all over the world are moving to a “TEAM” structure for running themselves , and builds on the models and techniques that are to be learnt. It teaches the participants how Teams are structured differently from more traditional work groups, primarily by how power is allocated in a team. Since meetings play a more important role in Teams, we focus a lot of a variety of team communications. This session shows how teams arrive at consensus as the primary decision tool. There are several exercises which allow participants to operate in a Team style.
  10. 5. Change Management This module will begin with an analysis of Change as it has been experienced over the recent past. It demonstrates the personal cost of change, and how people respond to that in adaptive ways. It teaches managers how to introduce a change in a positive way, and then how to manage the transition process. It shows why and how people are resistant to change, and how to respond to resistant people. It suggests ways to monitor the change process in order to maintain momentum to a desired conclusion. 6. Innovation and opportunity seeking This module will teach the participants a way to come upon positive change by initiating through innovation. The two topics are the inverse sides of one another. The module helps the participants answer these questions : where do organizations look for and find innovative opportunities? What kind of people are typically good at it, and how can others learn it? What special role do managers play in the innovative process, and how do they undertake it? How do they involve everyone in the innovative process? The core of this model deals with the two most critical elements of innovation : developing a tolerance for risk, and then developing a tolerance for failure.
  11. “ An Introduction to leadership “
  12. What is leadership!! Leadership is a function of knowing yourself, having a vision that is well communicated, building trust among colleagues, and taking effective action to realize your own leadership potential A RESEARCH STATED THAT The "stock price of 'well‐led'companies grew by 900% over 10 years, compared with 74% for poorly led companies“ The quality of leadership accounts for some of the total variance in companies' performance
  14. Leaders exhibit a high effort level. They have a relatively DRIVE high desire for achievement, have a lot of energy, show initiatives, and they are persistent in their activities. Personal drive matters to your results and success for a number of reasons: 1. It’s your personal drive that turns ideas into action and action into results. 2. It keeps you going even when times are tough and challenging. 3. It sets the tone for what you are seeking from others in the organization. 4. It enables you to bounce back from disappointments and setbacks.
  15. DESIRE TO Leaders have a strong desire to influence others, they LEAD demonstrate the willingness to take responsibility. PERSUASION INFLUENCE EDUCATION OTHERS BY INSPIRATION There are more leaders who want to lead because of what they get rather than what they have to do True leaders show up to give -- and when circumstances require them to give more than they ever thought they would have to, they do so willingly.
  16. Integrity means honesty and more. It refers to having strong internal guiding principles that one does not INTEGRITY compromise. It means treating others as you would wish to be treated. How deep are your convictions on the things you believe in ?? All leadership is an auto What do you believe in SO MUCH about your biography – work that you will stand up to anyone about it ?? People need to know who you are and what How much are you willing to compromise your you stand for before important beliefs ?? they agree to be led by you. To what extent do your behavior and the choices you make align with your guiding values and principles ??
  17. Followers look to leaders for an absence of self doubt. SELF Leaders therefore need to show self confidence in order CONFIDENCE to convince followers of the rightness of goals and decisions. BUILD YOU CONFIDENCE – • Don't worry about being perfect. • Learn to live with failure • After you make the final decision — commit! Don't continually second-guess yourself • Show courage on the outside — even if you don't always feel it on the inside. Self-confidence is the • Find happiness and contentment in your work fundamental basis from which leadership grows
  18. Leaders need to be intelligent enough to gather , synthesize and interpret large amounts of information; INTELLIGENCE and to be able to create vision, solve problems, and make correct decisions. Having a deep understanding of the reality of people, things, events or situations, resulting in the ability to choose or act accordingly to produce optimum results 1. Wisdom intelligence Character is pursuing and developing moral 2. Character intelligence excellence, which leads to self-mastery 3. Social intelligence social intelligence is how we read others and approach them to gain the best possible connection. Real intelligence is using a combination of these three intelligences at any given time in conjunction with your mental capacity known as intelligence, or I.Q., to gain strategic advantages.
  19. Effective leaders have a high degree of knowledge about the JOB RELEVANT company, industry and technical matters. In-depth KNOWLEDGE knowledge allows leaders to make well – informed decisions and to understand the implications of those decisions. Few tips for gaining Knowledge – 1. Gather more information Both, an elephant blinded by 2. Study the knowledge acquired intoxication and One mounted by an intoxicated 3. Experiment driver are the same !! 4. Train
  20. Effective leadership Leader as Vision Effective Leader as a Team Creator Leadership Builder Leader as a Leader as a Task Motivation Allocator Leader as a Stimulator People Developer
  21. Leader as a vision creator 1 2 3 4 Monitoring Creating Developing Setting Goals Action Plan Vision Action Plan Execution
  22. “ What is our vision for the organization / Creating Team – where should the team be Vision headed, what kind of Team / Organization do we want to become ?” Analysis of external opportunities and threats Analysis of areas of capabilities and areas of improvement
  23. The purpose of setting goals is to convert managerial statements of team vision into Setting Goals specific performance targets – results and outcomes the team wants to achieve. FOUR CHARACTERISTICS OF GOAL SETTING – • Increasing your employees goal difficulty increases Goal difficulty their challenges • When given specific goals , employees tend to Goal specification perform higher • Feedback keeps their behavior directed on the right Feed back target • Employees who participate in the process , generally Participation in goal setting set higher goals than if the goals were set for them
  24. 1. Action plan are the means for Developing accomplishing objectives. Action Plan 2. Action plan must be concrete, measurable event that must occur 1. The final step is to follow up, measure Monitoring and check to see if the team is doing Action Plan what is required. Execution 2. The kind of leader involvement validates that the stated priorities are worthy of action.
  25. Leader as a Team Builder Great Team Effective leaders develop and nurture… Team identity and Clear Goals spirit Clear Measures of Sense of fun and Performance enjoyment Clear Job Roles Open and honest communication Task People
  26. Be loyal to your members Help your members to Promote Team manage and problem solving learn from their challenges LEADER Cultivate a AS A Care about your cohesive Team TEAM members BUILDER
  27. Leader as a Task Allocator Leaders get things done through people Tasks Leader Results People Hence effective leaders need to know the importance of the value of allocating tasks or delegating and know how to do it,
  28. The assignment of authority to another person to carry out specific activity is known as delegation. It allows the employee to make decisions. What do we delegate – 1. Routine Tasks 2. Tasks that develops skills & knowledge 3. Occasional Duties 4. Tasks with someone else area of expertise How do we delegate 1. Assign Clearly 2. Specify Guidelines 3. Share the task setting 4. Inform others 5. Monitor Results To whom do we delegate 1. Someone able & willing 2. Someone wants to learn 3. Someone wants to be challenged
  29. Leader as a people developer Leaders create Try answering questions such as – leaders and not followers !! How do you feel about developing others around you? How do you encourage, nurture, and build the capacity of those you lead? How easy or hard is it for you to set your needs aside and share control with others? Can/do you delegate well? Encouraging others to expand their capabilities and take on additional assignments is part of the leader’s responsibility. Leaders who feel threatened by the capabilities of others are challenged in this area. Coaching and development are essential skills all leaders must cultivate.
  30. Leaders as motivation stimulators • People feel more motivated to work hard when they are inspired to cooperate, when Collaboration they have an opportunity to help one another succeed THREE C’s OF • People feel more motivated to work hard MOTIVATION Content when they understand how their work add value to the organization • People feel more motivated to work hard Choice when they feel empowered to make decisions about their work.
  31. INSPIRE BY EXAMPLES – Be clear and enthusiastic about your own life purpose and goals Share stories from your own experience Focus on the dreams and goals of others. THE MYSTICAL JFK ANECDOTE – “The president was visiting NASA headquarters and stopped to talk to a man who was holding a mop. "and what do you do”?. The man, a janitor replied, “I am helping to put a man on the moon”, sir.” Knowing their part in your organizations story engages people and gives them sharp sense of purpose .
  32. COMMUNICATE – Try answering the following questions yourself – 1. How much and how willingly do you speak out and keep information flowing? 2. Conversely, can you keep confidential information private? 3. How often can and do you listen more than you speak in conversations with your employees? 4. How would you assess your communication skills with each of your employees? 5. How do you handle “bad news” when you receive it? The chief complaint of employees in nearly every organization of all types, whether large or small from any industry segment, is “lack of communication.”
  33. BuildHr Management Consultants Private Limited 3A/8, Thangal Ulvai Street, Virugambakkam, Chennai 600092 Land line: 044 – 42016776, 23773743 Yogita LN Mobile : 91766 28233 Lakshmi Narayan NJ Mobile: 91767 11312